A statement from John Pepper, CEO, Proctor & Gamble might have summed it up in one of the most well thought out statements, “Our success as a global company is a direct result of our diverse and talented workforce. Our ability to develop new consumer insights and ideas and to execute in a superior way across the world is the best possible testimony to the power of diversity any organization could ever have.” (1) After reading the lecture, “Searching for the Diversity Advantage”, I see the same issues played out generation after generation in the workplace when it comes to white male versus all other peoples of the world. It seems no matter the education that a person has, their sex, age, color, nationality and even religion seem to play an immense role in the hiring or promoting process. The
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It is important that a leader has a clear understanding of ethics that respects the diverse and cultural differences of their team. There will be many opportunities and challenges ahead. One of which is empowering your team members, giving them responsibility and authority, the power to make decisions showing them you respect them as responsible adults.
From our lecture in Unit 1-Developing a Personal Management Philosophy, “People have a fundamental need to be recognized; to have their contributions acknowledged, and their ideas respected. It is little things that add up to big things; little things like thank you notes, appreciation, approval, respect, being on time, remembering people’s names.(3)” Let us not forget affiliation and autonomy, we all respond in a positive way to pleases and thank you.
The lecture also stated, “To be effective, a management philosophy must balance the need for the manager to get results from people on the one hand, with the social, emotional and achievement needs of the workers themselves on the
It is important that a leader has a clear understanding of ethics that respects the diverse and cultural differences of their team. There will be many opportunities and challenges ahead. One of which is empowering your team members, giving them responsibility and authority, the power to make decisions showing them you respect them as responsible adults.
From our lecture in Unit 1-Developing a Personal Management Philosophy, “People have a fundamental need to be recognized; to have their contributions acknowledged, and their ideas respected. It is little things that add up to big things; little things like thank you notes, appreciation, approval, respect, being on time, remembering people’s names.(3)” Let us not forget affiliation and autonomy, we all respond in a positive way to pleases and thank you.
The lecture also stated, “To be effective, a management philosophy must balance the need for the manager to get results from people on the one hand, with the social, emotional and achievement needs of the workers themselves on the